POLICY and PROCEDURES
POLICY STATEMENT
Policy: Associated Behavioral Outcomes and Developmental Experts of Virginia (VABODE) is committed to ensuring all new employees, independent contractors (QMHP’s), volunteers and students receive a thorough and compete orientation commensurate with their function or job-specific responsibilities within 15 business days of their date of hire.
AGENCY PROCEDURES
- The Human Resources Manager will be ultimately responsible for:
- Ensuring all new employees, independent contractors (QMHP’s), volunteers and student interns receive the required orientation within 15 business days and documentation of the required orientation is filed in the personnel record.
- Providing orientation to the following to all new employees, volunteers, QMHP’s and student interns;
- The objectives and philosophy of VABODE, and
- The Employee Handbook which explains personnel policies and practices.
- Providing Clinical Director or other agency administrators with the forms and documents to conduct their employee orientation.
- Providing Clinical Directors and other agency administrators with the deadline for completing the orientation and holding them accountable.
- Clinical Director’s will be responsible for providing orientation to all assigned staff. The following is expected to be covered.
- The agency client records management software and record keeping expectations.
- Practices of confidentiality including access, duplication, and dissemination of any portion of an individual’s record;
- Practices that assure an client’s rights including the human rights regulations;
- Emergency preparedness procedures;
- Person-centeredness;
- Infection control practices and measures;
- Serious incident reporting, including when, how, and under what circumstances a serious incident report must be submitted and the consequences of failing to report a serious incident to DBHDS, and a
– Review of the employee’s position description and discussion about the role and responsibilities of the respective position.
– A review of all applicable regulatory requirements and expectations of the employee.
– Individual and group supervision schedule and expectations, performance reviews and client record audits.
Senior Leadership will be responsible for providing orientation to assigned Clinical Directors, the Human Resources Manager and other agency leadership staff.
- The agency client records management software and record keeping expectations.
- Practices of confidentiality including access, duplication, and dissemination of any portion of an individual’s record;
- Practices that assure an individual’s rights including the human rights regulations;
- Emergency preparedness procedures;
- Person-centeredness;
- Infection control practices and measures;
– Serious incident reporting, including when, how, and under what circumstances a serious incident report must be submitted and the consequences of failing to report a serious incident to DBHDS,
– Review of the employee’s position description and discussion about the role and responsibilities of the respective position.
– A review of all applicable regulatory requirements and expectations of the employee.
– Expectations for individual and group supervision of assigned staff and performance reviews and client record audits.
– The Quality Assurance Policy and Procedures
– Expectations of leadership team members regarding growth and development of assigned staff and the agency as a whole.
– DBHDS regulations, regulatory process and expectations of agency leadership team members.
– CARF regulations and expectations of agency leadership team members
– Billing process and follow-up expectations